Employee Handbook Template UK — Free Guide (2026)
Every UK employer should have an employee handbook. It sets expectations, protects your business at tribunal, and ensures compliance with UK employment law. Here is what yours must include — updated for the Employment Rights Act 2025.
Why you need an employee handbook
An employee handbook is not legally required in itself, but many of its contents are. Under Section 1 of the Employment Rights Act 1996, every employee must receive a written statement of employment particulars on or before their first day. This must include disciplinary and grievance procedures, notice periods, holiday entitlement, and more.
The ACAS Code of Practice on Disciplinary and Grievance Procedures is critically important. Employment tribunals can increase or decrease compensation awards by up to 25% based on whether your procedures follow the ACAS Code.
With the Employment Rights Act 2025 introducing day-one unfair dismissal rights from 2027, having comprehensive, well-documented policies is more important than ever.
What your employee handbook must include
Employment Rights Act 2025 — what changes?
Day-one unfair dismissal rights (from 2027)
Employees will be able to claim unfair dismissal from their first day of employment. Your disciplinary procedures must be robust and well-documented.
Fire and rehire restrictions
New restrictions on dismissing employees and re-engaging them on worse terms. Your redundancy and restructuring policies need updating.
Third-party harassment liability
Employers will be liable for harassment of employees by third parties (customers, clients). Your anti-harassment policy must cover this.
Key legislation your handbook should reference
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